Derived from Latin Word Movere means Movement.

Motive is an Inner State that Energises, Activates, Moves or Directs Behaviour toward Goal. State of Restlessness, A Lack, A Year, A Force. Once in the grip of a Motive, the Organism does something to reduce the Restlessness to alleviate the lack yen.

Motivation is a complex process in which Urges, Drives, Desires, Aspirations, Strivings or Needs Direct, Control or Explain the Behaviour of Human Beings.
McFarland

1 Identifies Needs
6 Reassesses Needs Deficiencies

2 Searches for Ways to Satisfy Needs

5 Receives either Rewards or Punishments

3 Engages in GoalDirected Behaviour

4 Performs

Motivation Coupled with ability leads performance. Performance = f (Ability x Motivation)

to

To attract competent people and retain them in the organization. To allow people to perform the task for which they are fired. To stimulate people to go beyond routine performance and to overreach themselves in their work.

1)

VARIANCE OF EMPLOYEES NEEDS IN ORGANISATION

2)
3) 4)

DYNAMIC NEEDS
CHANGING JOB PROFILE DURING CAREER DEVELOPMENT MOTIVES CAN ONLY BE INFERRED, THEY CANNOT BE SEEN

 THEORY
THEORY THEORY

X
Y Z

Self Actualisation Esteem Social Safety Physiological

MOTIVATORS

HYGIENE FACTORS

Company Policy and Administration Supervision Interpersonal Relations Working Conditions Salary Status Security

Achievement Recognition of Achievement Work Itself Responsibility Advancement Growth

Expectancy

Instrumentalities

Motivation (Force)
Valence x Expectancy

First Level Outcomes

Second Level Outcomes

Outcome 1 a Outcome 1 Outcome 1 b Outcome 2 a Outcome 2 Outcome 2 b

PORTER LAWLER MODEL OF MOTIVATION

Value of Reward Ability and Traits
Perceived Equitable Rewards Intrinsic Rewards

Effort

Performance Accomplishment

Status Faction

Intrinsic Rewards
Perceived Effort Reward Probability Role Perception

OVERPAID INEQUITY

Persons Outcomes
Persons Inputs

>

Others Outcomes
Others Inputs

UNDERPAID INEQUITY

Persons Inputs

INEQUITY

Persons Outcomes Persons Inputs

>
=

Persons Outcomes

Others Outcomes Others Inputs

Others Outcomes Others Inputs

Morale is basically a Group Phenomenon. It is a concept that describes the level of favourable or unfavourable attitudes of the employees collectively to all aspects of their work the job, the company, their tasks, working conditions, fellow workers, superiors and so on. Attitudes express what the individuals think and feel about their jobs. The emphasis is on how employees feel, denoting the strong emotional elements associated with attitudes. McFarland

Employee Turnover Productivity Absenteeism and Tardiness Fatigue and Monotomy Grievances Need for Discipline Waste and Scrap Quality Record

Reports of Counselling Exit Interviews Accident Reports Training Records Medical Reports Suggestion Systems Complaint Box Systems

1)

UNDERSTANDING MORALE

THE

LEVEL

OF

2)
3) 4) 5)

ENSURING COMMUNICATION
CREATING BETTER EMPLOYEES FEELINGS IN

ASSESSING TRAINING NEEDS CREATING MORALE CONSCIOUSNESS

1) 2) 3) 4) 5) 6) 7) 8)

SOUND MANPOWER MANAGEMENT HUMAN RELATIONS APPROACH MANAGEMENT OF ATTITUDES ORGANISATION STRUCTURE PARTICIPATION JOB ENRICHMENT CONFLICT HANDLING OTHER MEASURES

DESIGNING OF REWARD SYSTEM

EMPOWERMENT JOB DESIGN

GOAL SETTING
MOTIVATING PROBLEM PEOPLE QUALITY OF WORK LIFE

Motivation is getting people to do what you want them to do in such a way that they want to do it.
- Dwight D. Eisenlower